Managing Styles in Conflict

Managing Styles in Conflict

Unresolved conflict in the workplace can get in the way of a workgroup's performance and, ultimately, impact organizational performance. Businesses benefit when everyone in the organization is able to use a common, proven approach to preventing and resolving conflict. Knowing the hidden dimension of conflict—how it shows up differently for different styles—enables organizations to adopt a common language and framework for recognizing and managing conflict.

Leading for Performance: Managing Styles in Conflict (LFP-MSIC) helps people learn how to interact more effectively with people of other Social Styles under stress. When people demonstrate "back-up behavior" (predictable responses to high stress), knowing of what to do can be critically important.

The program examines various concepts associated with Social Styles in conflict and provides specific skills and tools for improving professional relationships.

Program Outcomes

Leading for Performance: Managing Styles in Conflict promotes understanding and acceptance of people's differences and gives context for improving interpersonal effectiveness. As a result, managers are better able to manage tension in the workplace.

Approach

Leading for Performance: Managing Styles in Conflict is a half-day instructor-led module that can be facilitated by Wilson Learning or by a leader-trained in-house professional. This enables:

Face-to-face interaction among the participants and the facilitator
True-to-life skills practice with immediate in-person feedback
The opportunity for real-time commitment to action

Enabling Improved Performance

Leading for Performance: Managing Styles in Conflict features application, reinforcement, and support tools so participants can develop skills during the workshop, fine-tune, and then apply the skills and behaviors back in the organization. It would also be beneficial for participants to complete the Leading for Performance: Working Styles: Dimensions in Social Style prior to attending LFP-MSIC. Involving management and training them to coach is also important for successful implementation.

Measurement and Evaluation

Organizations that implement Leading for Performance: Managing Styles in Conflict have access to a broad range of tools to measure initial behavioral changes and business results. For LFP-MSIC, one approach may be a web-based survey of participants’ direct reports to identify the degree of change and the differences this change makes.

To learn more about measuring the impact of learning, visit Measurement and Evaluation Services.